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Consulting with Teams Competencies

Group-Level Competencies (Sessions 7-12)

Group Assessment

Knowledge: Know the difference between a group and a team and 3 methods for defining teams

Knowledge: know what client situations call for group assessments and which do not. (e.g. Is my client a group?)

Knowledge: Identify top group assessment tools

Skill: Be able to aggregate individual level assessments into group assessment report

Assessment of functional and dysfunctional groups

Knowledge: Be able to identify basic work team function and dysfunction for a new client group. Included in this is knowing when the client is best defined as a whole team, rather than an individual or individuals.

Knowledge: At the extremes, identify the top performing teams and those that are most dysfunctional, in need of significant change. Included in the later is the ability to identity individual behaviors that are most destructive to the team, organization and/or stakeholders.

Skill: Be able to apply the knowledge in A above to the design of a basic work plan for consulting to a team. How to design and deliver a series of basic work sessions (onsite and/or offsite, such as a retreat), evaluate progress and end well or extend the engagement as needed.

Assessment and development of teams

Knowledge: Learn the 3 top models of team assessment in use today

Skill: Be able to use 3 key tools to move the development of a team further along

Skill: Be able to design a basic work plan for consulting to a team. How to design and deliver a series of basic work sessions (onsite and/or offsite, such as a retreat), evaluate progress and end well or extend the engagement as needed.

Skill: Be able to aggregate individual level assessments into group assessment reports.

Creating group level teams in organizations (e.g. self-directed work groups)

Knowledge: Know what client situations call for groups to be formed, what kinds of groups that can be formed and how to implement one.

Skill: Be able to participate effectively as a group member, across different types of groups during client work.

Skill: Be able to apply a model of levels of self-direction to a group launch.

Inter-group assessment and intervention/Group boundary assessment and intervention. "Ogres have layers" - to quote the good Ogre Shrek

Knowledge: Awareness of social, group, and personal identities and how these impact roles, behaviors, and boundaries.

Knowledge: Identify a few key predispositions toward authority and intergroup relations (especially those that involve ethnocentric forms of conflict).

Knowledge: Recognize who the differing groups/teams are that constitute the "client", by virtue of function, hierarchy, purpose, or other factors

Identity group (racial, gender, ethnic) management in the organizational context

Knowledge: Awareness of identity as a factor in group and organizational dynamics and how to determine those that have impact in the current situation.

Skill: Recognize one’s own elements of identity and how to assess their impact or relation to the client group/organization.

Skill: Consider the influence and/or impact of identities when diagnosing work group/organizational problems and adapt interventions so they are appropriate and effective.